We believe that integrating inclusivity into the organization’s DNA is an ongoing process and one that requires commitment from each employee to ensure that its presence is ubiquitous and commonplace in each of our workplace interactions to mitigate unconscious bias. Attributes like empowerment, accountability, courage and humility must be practiced on daily basis

Through ‘Fostering Inclusion’ program, HCLTech strategized its continued efforts to bring entire organization under the umbrella of active display of inclusive behaviors, this will result in building more collaborative, innovative and productive teams free from unconscious bias.

Inclusion Lab: In order to build inclusive leadership capabilities and drive a culture of inclusion across the workplace, we established a virtual Inclusion Lab. The program provides a narrative as to why inclusive leadership is critical to business success and clearly lays down micro strategies to make it real. The Inclusion Labs adopt a top-down approach to improve the “inclusion quotient” of senior leaders, business leaders, and people leaders.
Inclusion@Scale: With an objective to ensure that each employee takes a responsibility to commit to Inclusion ensuring that its presence is ubiquitous as a default way to functioning in each of our workplace interactions.
Communities of Practice: Social learning is learning by observing other people with the goal of adapting behavior in a social context. This is one of the most effective methods to disseminate moral and ethical knowledge. HCLTech has refined the process of social learning and utilized it to further the message of diversity and inclusivity believing that it is the best way to propagate HCLTech’s DEI stance.

Disability inclusion

Our robust disability inclusion programs focus on successful integration of disabled employees by ensuring an inclusive and accessible workplace. Several measures have been taken to employ, enable and engage individuals with disabilities.

Employ — to promote disability hiring we have identified roles suitable for hiring disabled talent, partnered with vendors, NGOs and NPOs to access skilled talent pools and participate in job fairs. A campaign to self-identify disability is also done periodically, allowing each employee the opportunity to self-identify any disabilities.

Enable — the majority of our premises are equipped with ramps, voice enabled lifts, PwD friendly washrooms, reserved parking spaces, emergency warning systems with both audio and visual alarms etc. We have also undertaken a detailed assessment by a third party to look at the effectiveness of our accessible features. We are cognizant about the technological accessibility and work towards making all our applications and portals accessible. We support policies like Equal Employment Opportunity Policy and Reasonable Accommodation Policy to ensure the rights of disabled employees.

Engage — the Ability Connect Network employee resource group (ERG) was formed for employees with disabilities and their allies to connect, network and raise awareness on disability inclusion. There is a focus in promoting awareness and advocating positive change through sensitization and accessibility training sessions and workshops for managers, peers, HR, recruiters, hiring managers, admin and support staff on disability inclusion and promoting inclusive behavior in the workplace.

LGBTQIA Inclusion

LGBTQIA Inclusion at HCLTech aims to foster an inclusive, safe and supportive work environment for all lesbian, gay, bisexual, transgender, queer, intersex and asexual employees and allies. HCLTech prides itself as an organization with an open, transparent and inclusive culture. We focus on creating and sustaining an enabling environment for all our employees from varied backgrounds. We review and revise our policies and processes from time to time across all key workforce practices to reduce any kind of biases.

Cultural inclusion

Cultural inclusion is a belief that ensures that every individual is respected irrespective of their backgrounds, cultures, nationalities, their way of working and their lifestyles. We have identified local hiring as one of the material topics for HCLTech with a clear, long term plan to engage with local communities and ensure a talent pipeline. We recognize the impact it creates is a shared value; while we improve our talent pipeline and recognition in the local community, the local community also garners both direct and in-direct benefits. We make significant investments in developing talent in countries like Sri Lanka, Vietnam, Romania, Hungary, Costa Rica, Guatemala, Germany, France, Canada, Taiwan, South Korea and Brazil.

Our expansion of offices to Tier 2 cities in India helps us retain a much more non-cosmopolitan community base enabling us to truly integrate ourselves with local societies. Our hybrid work workspace assists us in further expanding our workforce with potential prospects while we learn to invest in local talent for our mutual growth.